Not all misconduct is equal.
A good place to start with actions of minor misconduct, is an informal conversation.
Whether it is a clear-cut situation such as someone who is defying the rules, or something more problematic like persistent lateness you will need to spend time to assess the best way forward.
In cases where you suspect misconduct or gross misconduct or your informal attempts at dealing with minor misconduct have not been effective, you will need a more formal approach using a disciplinary procedure. This will involve:
In some cases, you may want to suspend the employee, which can be a daunting task.
This may be your first time facing a situation like this, or you might be more experienced, in either case some assured advice can help you to feel confident in your actions.
Be consistent in applying your HR policies and procedures.
This is good practice for any business plus it will stand you in good stead should you ever find yourself defending a tribunal claim.
How HR savvy can help
From start to finish, we will guide you through the correct procedures to create the optimum outcome for your business. We deliver our advice in plain English, so you feel more in control of the process.
When we are involved from the outset, we will help you build the strongest case possible, by making sure your disciplinary documentation is flawless.
We will deliver on-site HR support at formal disciplinary meetings and advise you of your best options in more complex cases.
We will treat your case specifically on its own merits, taking into account your particular business environment and your desired results. You will feel confident that we are on your side ensuring you make optimal decisions every step of the way.